Bridge McFarlandLLP

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Bridge McFarland LLP can offer you practical, uncomplicated advice, support & guidance when you need it most. Whether it be an employment dispute, family advice, an accident or negligence, life planning or moving house, let us help you.
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Our commercial team in Lincoln, Hull, Market Rasen and Grimsby prides itself on its sound business sense, commercial insight, local knowledge and first class understanding of the relevant legal disciplines ranging from employment law, business contracts, dispute resolution to agriculture and property development. From company formation to sale, succession, dissolution or dispute resolution, you can trust our team to deliver first class service and results.
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Janet Wilson
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Rob Ripley
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Leanne Keating
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Employment Law

Our employment lawyers offer pragmatic and commercial advice to businesses to help them meet their objectives, working alongside our clients and other advisers to become an integral part of their team.

Home » Business Law » Employment Law
“I am certain that you know how much it meant to us to win the auction. [between the separate factions of the partnership for the business going forward] Thank you for all your help in a difficult case and for all your moral support which helped in times of great personal doubt. ”
Feedback about Rob Ripley after dealing with a dispute within a professional partnership
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The Employment team at Bridge McFarland LLP have many decades of experience advising about the full range of employment law issues.

However, at the heart of everything we do is you – the team’s sole focus is how we can best help our clients.
 

"The team at Bridge McFarland acts for several of the region’s largest employers and has experience ranging from complex TUPE matters to trade union issues and industrial action. ... names to note include the 'charming, pragmatic, balanced and sensible' Nicola Barrass."

- Legal 500 2019/20

 

"The 'exceptional' employment practice at Bridge McFarland LLP is 'outstanding in service and cost effective in practice'.  Praised for being 'quick to respond and having a strong commercial understanding', the team acts for both local and national companies in a range of employment matters, as well as for senior employees."

- Legal 500 2018/19
 

We specialise in dispute resolution, exit packages, litigation, restructuring and are committed to providing an excellent service and value for money. Some of our services are mentioned below.

Employment Litigation – we represent clients before the Employment Tribunal, the County Court and the High Court (usually involving restrictive covenant issues and working with our colleagues in the Dispute Resolution department). We also have an arrangement with a third party insurance broker who can arrange insurance against Employment Tribunal costs and awards.

Restructuring and organisational change – we help our clients to carefully plan and implement such changes, including large scale redundancies and varying terms and conditions of employment.

General advisory work – this is a staple of our workload and we advise on the full range of employment issues from recruitment, retention, issues which arise during the employment relationship, discrimination, whistleblowing and termination of employment.

Trade unions and industrial action – our Partners have unrivalled experience in providing advice on collective disputes, trade union recognition and industrial action.

Executives – we advise on all aspects of senior executive engagements including recruitment, drafting of service agreements, restrictive covenants andcomplex bonus schemes together with termination strategies.

Transactional work and outsourcing – including the impact of the TUPE regulations, warranties and indemnities.

Contracts and policies / procedures – we advise on and draft all employment related documentation including employment terms and conditions, staff handbooks , service agreements and bonus schemes.

Training  –we provide training to our clients on the full range of employment issues, including grievance and disciplinary processes and managing sickness absence.

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View All FAQs
FAQs
What is Furlough?
As part of the Corona Virus Job Retention scheme the UK Government have created a method to keep jobs open for employees by subsidising 80% of wages up to £2,500 per month where they are “furloughed” or stood down from their role.
Who can access support?
Any UK organisation with employees can apply, including businesses, charities, recruitment agencies (with agency workers paid through PAYE). You must have created and started a PAYE payroll scheme on or before 28 February 2020 and have a UK bank account.
Can we put our employees on furlough?
The scheme is aimed at those employees who would otherwise be at risk of losing their jobs through lack of work. The guidance is clear that furlough remains subject to existing employment law. Agreement with employees will be necessary if a salary reduction is involved unless there is a clause in the employment contract which allows the employer to reduce pay (often referred to as a ‘lay off’ clause).
How do we decide who to furlough?
When employers are making decisions in relation to the process, including deciding who to offer furlough to, equality and discrimination laws and other legal obligations (such as the implied duty of trust and confidence) will apply in the usual way.
As an employer do I have to “top up” the remaining 20% of wages during this time?
If there is a lay off clause or the employee agrees to receive only 80% of pay then the 20% top up is optional.
Furlough - What can I reclaim?
Employers can reclaim up to 80% of wage costs up to a cap of £2,500 per month, plus the associated employer NICs and minimum auto enrolment pension contributions on that wage. Fees, commissions and bonuses are not included.
Is there a minimum period for which an employee must be furloughed?
Furlough must be for a minimum of three weeks to be eligible for the Government funding.
Can my employees do any work for me during that time?
No. The employee must not be working for you at all. However, they are able to undertake training and do volunteer work, provided they do not provide services to or make any money for you.
Can an employee be on and off furlough numerous times?
This remains unclear but there is nothing in the latest guidance which specifically prevents it, so long as on each occasion the employee is furloughed for a period of at least three weeks. However, employers should be cautious until this is further clarified.
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Related News

Furlough Advice

 

Furlough advice for Employers

Added 11th March, 2013

Our Employment solicitors answer your frequently asked questions on Furlough.

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